Participation Center

ASE Survey Services keeps you informed. We provide both local and nation benchmarks.

Current Surveys

2018 Compensation Survey Open 1/9/18 - 2/23/18This survey is the most comprehensive compensation survey in the State of Michigan. Data is collected for over 560 positions across 36 job families and is segmented by geographic location, industry, organization size and revenue. Member participants receive free survey results, and non-member participants receive a 50% discount off the regular price of $1,350. For more information, or to request your organization’s participation materials, contact ASE’s Survey team at 248.223.8051 or Surveys@aseonline.org.

2018 National Executive Compensation Survey Open 1/23/18 - 2/16/18The survey collects data on 47 executive-level positions. The data is segmented per position by sales volume, employer size, organization type (public vs private), industry and geographic area of co-sponsors. The report shows statistics for base salary, bonus, other cash payments, target incentives, total compensation and percent of stock owned. There is also a separate section of benefits/perquisites at the back segmented by manufacturing vs non-manufacturing organizations. For more information, or to request your organization’s participation materials, contact ASE’s Survey team at 248.223.8051 or Surveys@aseonline.org.

Upcoming Surveys

2018 Salaries for Co-op Students and Recent College Graduates SurveyOpen 2/15/18 - 3/9/18This survey measures not only the salaries of Co-op’s and Recent College Graduates but recruitment practices by the organization, benefits paid to these employees, and more. Even if you do not plan on hiring co-ops or college graduates this year, you can still participate in this survey!

Recent Survey Results

2017 Compensation Survey

The ASE compensation surveys cover salaries for over 500 positions across production and maintenance; office, clerical, and technical; and supervisory, managerial, and professional categories.

Highlights:

Merit budgets remain at the 3% level, a figure that has remained constant in ASE's last several annual salary survey reports.

Among companies who reported data in both 2016 and 2017, actual salaries increased 2.85% year-over-year. Further analysis of the data shows that salary movement ranged from as low as 2.5% for Office, Clerical and Technical classifications to as much as 2.9% for Supervisory, Managerial and Professional classifications.

Variable pay as a percent of base pay shows significant growth at higher salary levels. Employees that are eligible for variable compensation could reasonably expect short-term incentives of approximately 7.8%, 9.4%, 14.9% and 37% for the following pay levels: $50,000 to $75,000; $75,000 to $100,000; $100,000 to $150,000; and more than $150,000 respectively. For the pay ranges between $50,000 and $150,000 this shows an average increase of 1.67% over 2016, but for salaries over $150,000 an increase of 11.3% from 2016 was seen.

To access the full survey:
Members: Login to your dashboard
Non-Members: Contact surveys@aseonline.org or call 248-223-8053

Starting Salaries for Co-op Students and Recent College Graduates Survey

Provides a comprehensive look at the current state of wages and benefits provided to co-op students and recent college graduates. Also presents employers a snapshot of the recruitment and retention trends associated with these new entrants to the workforce.

Highlights:

There was an 8% overall increase from 2016 in organizations providing benefits to co-op students. Auto Suppliers providing benefits to co-ops increased 10%.

Based on hiring activity, the top three most popular technical Bachelor-degree disciplines hired in the past year were: 1) Mechanical Engineering; 2) Electrical Engineering; 3) Manufacturing Engineering.

Based on hiring activity, the top three most popular non-technical Bachelor-degree disciplines hired in the past year were: 1) Business Administration; 2) Accounting; 3) Sales/Marketing.

Automotive suppliers have increased their hiring of both Bachelor-level electrical engineers and manufacturing engineers, resulting in 17% and 13% increases respectively in hiring among automotive suppliers compared to a year ago.

The highest starting salaries went to the engineering disciplines. The average starting salary for Electrical Engineering was $63,013; Mechanical Engineering was $61,463; and for Manufacturing Engineering it was $55,767. Business Administration came in at $49,110; Sales/Marketing came in at $48,769; and Accounting came in at $45,324.

To access the full survey:
Members: Login to your dashboard
Non-Members: Contact surveys@aseonline.org or call 248-223-8053Cost: Free for members/$525 non-members.

Severance Pay Policies and Practices Survey

See how other employers in Michigan are handling severance pay.

Highlights:

When severance pay is provided to an employee it is contingent upon signing a separation agreement or waiver that relieves the organization from liability or future liability 100% of the time according to employers

Most employers continue to use years of service as the basis for the calculation of severance benefits, with 56% of employers providing one week of pay per year of service.

The most common minimum amount of cash severance that can be provided to an employee is three weeks pay, whereas the most common maximum amount of cash severance that can be provided to an employee is 27 weeks pay.

To access the full survey:Members: Login to your dashboard
Non-Members: Contact surveys@aseonline.org or call 248-223-8053Cost: Free to members/$525 non-members.

Recruitment and Retention Survey

Review recruitment and retention statistics from other Michigan organizations.

Highlights:

More than 50% of employer’s have had a difficult time finding and sourcing qualified applicants.